• Journal of the Korea Academia-Industrial cooperation Society
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• v.10 no.4
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• pp.771-784
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• 2009

In the situation where the uncertainty of the environment of organizations is high and dynamic, the competitive advantage should be secured and maintained through securing knowledge-based intangible assets rather than tangible assets. human resources management in the service industry is more important than in any other industries. Accordingly, based on preceding researches, this study examines the adoption factors and the results of organizations with regard to the e-HRM system as IT-based information system. The proof results are summarized as follows. First, the degree of IS maturity in the information technology factors was found to have effects on the business results of organizations (financial and non-financial results) and the IS/IT based structure was found to have significant effects on financial results (productivity, growth potential) but no effects on non-financial results (revitalization of organizations, the degree of total satisfaction). Second, the degree of competition, the degree of information technology and environmental uncertainty factors in environmental factors were found to have effects on financial results (productivity, growth potential) but no effects on non-financial results (the revitalization of organizations, the degree of total satisfaction). Third, it can be seen that the scales of organizations partially play the adjustment role between information technology factors and environmental factors and the business results of organizations. Based on these results, we can cautiously draw the conclusion that it is effective in enhancing financial results (productivity, growth potential) of organizations to adopt the e-HRM system in the case of large scale organizations in the service industry.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.22 no.9
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• pp.1185-1190
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• 2018

As a countermeasure to the increasing workforce diversity worldwide, this study addresses the need for an ICT (information communication technology) based diversity management function and identifies the role of e-HRM (electronic-human resource management), which enables this function. ICT has essential for the survival and growth of a company. And it is strategically crucial to recruit and manage a workforce efficiently that comprises individuals not only with diverse demographic backgrounds in terms of gender, race, and age, but also with diverse personal history in terms of educational background, functional background, and the number of years working at a previous job, because these are directly related to organizational performance. Based on the fact that only the organizations that utilize ICT adequately in managing diversity can gain a competitive advantage, this paper discusses the implications of ICT-based diversity management for organizations and managers.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.12
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• pp.345-353
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• 2020

As the Industrial Revolution 4.0 is spreading its wings all over the world and, therefore, also in Vietnam, the logistics industry in Vietnam is facing a severe shortage of human resources in both quantitative and qualitative terms. The role of human resources management (HRM) becomes extremely important. Recruitment is considered the first major function of HRM practices and is the cornerstone of successful in business. In order to improve the recruitment strategy, recruiters need to better understand job pursuit intentions (JPI) of job seekers. Therefore, this study investigates how four dimensions of corporate social responsibility (CSR) affect JPI among employees working in the logistics sector in Vietnam. The secondary data are from previous studies and published newspaper articles. Meanwhile, the primary data are collected from consultation with 10 experts and through five in-depth structured interviews with 30 randomly-selected employees as well as 288 survey questionnaires returned from employees in the logistics companies in Vietnam. The findings show that economic citizenship, legal citizenship and ethical citizenship are positively related to JPI of job seekers, where economic citizenship appears to be the most influential factor. The limitations of the study and an agenda for further research are put forward.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.2 no.3
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• pp.61-102
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• 2007

This study empirically analyzed how human resource management(HRM) practices affect the performance of venture firms using The results of the study are as follows: First of all, several HRM practices were found to affect organizational performance significantly. Specifically, ${(1)}$ recruitment and selection practices were negatively related to turnover, which seemed to mean that effective staffing including development of good recruitment pools and rigorous selection process lower turnover, and ${(2)}$ training and development, compensation, and labor-management relations were positively related to subjective performance of the firms, which implied that as the venture firms provide more opportunities of training and development to employees, provide compensation on the basis of performance, and develop cooperative labor-management relations, the subjective performance of the venture firms Increases. Secondly, negative interaction effects were found to exist between competitive strategies and HRM practices on organizational performance. Specifically, ${(1)}$ the interaction between differentiation strategy and compensation were significantly related to turnover, ${(2)}$ HRM planning and training and development interacted with differentiation strategy to significantly affect subjective organizational performance, and ${(3)}$ HRM planning, selection, training and development, compensation and communication practices interacted with technology innovation strategy to affect subjective organizational performance. So far, there have not been many studies which deal with HRM practices of venture firms in Korea. Thus, it is hoped that this study stimulate more research efforts on theory development and empirical studies on HRM practices of venture firms. Also, it is hoped that government conduct more policy studies and provide more resources in HRM area of the venture firms. Specifically, it is suggested that government take proactive steps to improve industrial skilled staff and technical researcher systems in order to alleviate the problems of workforce shortages in venture firms. And it IS also suggested that regional human resource development programs be introduced with the participation of the firms, local governments, and universities.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.1099-1107
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• 2021

This study focuses on green human resources management (GHRM), which is currently a strategic issue in almost every service or manufacturing company, including courier service SMEs in Indonesia. This study intends to analyze the relationship between GHRM and supply chain organizational learning (SCOL), supply chain performance (SCP), and business performance (BP) still rarely studied. The population encompasses all courier service SMEs in the Special Province of Yogyakarta (DIY) and East Java, Indonesia. The study targets courier service SMEs that meet certain conditions; 130 SMEs responded from the target of 200 SMEs. Partial Least Square statistical technique is used. The results show that conventional HRM practices are increasingly being abandoned by courier companies in Indonesia, particularly in Special Province of Yogyakarta and East Java. Although GHRM has a negative and non-significant effect on BP, GHRM has a positive effect on SCOL and SCP. SCOL has a significant positive effect on SCP and BP. Furthermore, SCOL mediates the relationship between GHRM and SCP and SCOL mediates the relationship between GHRM and BP. Likewise, SCP has a positive effect on BP. In addition, SCP mediates the relationship between GHRM and BP. SCP also mediates the relationship between SCOL and BP.

• The Journal of the Korea Contents Association
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• v.13 no.2
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• pp.412-419
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• 2013

Firm's competitive advantage and profitability can be gained over competitors by human resources and human resource management that are characterized by idiosyncrasies or differentiation. Yet, the results of previous studies have been a emerging consensus that the isomorphism and homogeneity of HRM and HR practices among firms regardless of thoese industrial areas, size, organizational settings, etc. are universal. Based on the previous studies of similarities of HRM, the paper theoretically investigates the background and reasons of introducing similar HR practices among firms. The paper shows the dynamism of HR system in Korean firms, adapting a new HR system. Three types of reasons are found, coercive isomorphism, mimetic isomorphism, and normative isomorphism. However, it is also discussed that there is an important gap in the theoretical and empirical research. More empirical research is suggested in order for gaining meaningful results on HR studies.

• Journal of Korean Society for Quality Management
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• v.48 no.1
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• pp.149-169
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• 2020

Purpose: This study analyzes the characteristics of the Quality Management performed by SMEs in the Defense Industry in supply chains and analyzes the effect of the continuous improvement activities based on cooperation. Especially, for Military Supplies, the suitability of products is usually decided by judging their conformity to the specification, and from this structural characteristic, this study would analyze the structural relationship of systematic improvement activities with Supply Chain Quality Management(SCQM) and Business Performance(BP). Methods: Continuous improvement activities(CI) have significance as the driver force for the promotion of Quality Management. Thus, this study analyzed the causal relationships from the perspective of the process among CI, SCQM and BP. For an analysis of the structural characteristics and causal relationships among the constituents, AMOS was used, and 297 companies in the Defense Industry were utilized as samples. Results: It turned out that CI had significant impacts on Management Infra(MGT_Infra), Process Management(PM), Human Resources Management(HRM) and Communication(COMU) and had an indirect impact on the enterprises' financial performance through the parameters of HRM and Communication. Meanwhile, it turned out that between CI and non-financial performance, there was a direct effect, and there was also an indirect effect through the variables of the Management Infra and Communication. Conclusion: It turned out that CI had a positive effect on SCQM as a proactive driver and that they had significant relationships with BP(financial, Non-financial), both financial performance and non-financial performance. However, PM did not have a significant relationship of effect with BP because of the character appearing by the evaluation method of military supplies for the conformity to the specifications.

• The Journal of Industrial Distribution & Business
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• v.13 no.11
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• pp.31-38
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• 2022

Purpose: Strategic management research and findings are usually not focused on dealing with concrete instruments for measuring individual competencies. The presence of traditional human resources management instruments, which include the aspects of job analysis, selection training, and even development, has been used frequently for many years in organizations. This study aims to investigate the relationship between employee reading habits and their innovativeness. Research design, data and methodology: The research methodology applied in this case is qualitative research methods. It is a method that involves the collection of data from non-numerical formats. The technique helped in understanding the relationship that exists between the reading habits of the employees and the competencies of innovation. Results: The present researchers figured out the meaningful connection between the independent variable (Reading Habit and dependent variable (Innovative Competency), explaining 'The Reason Why Employees Should Read More Books' and 'How Organizations Promote the Reading Habits of Employees'. Conclusions: It is clear that with reading habits among employees, innovation is easily achieved since these employees know their goals, how to achieve these objectives and overcome any challenge that might hinder innovation. Organizational management should work towards fostering positive reading cultures among employees in organizations.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.8
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• pp.577-588
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• 2020

The study investigates by empirical methods the effect of motivation, leadership, and organizational culture on job satisfaction, and employee performance at Wahana Resources Ltd North Seram District, Central Maluku Regency, Indonesia. This examination intends to be a critical review for academics researching the field of human resources management (HRM). The study's sample consisted of 155 employees who were selected using the Proportionate Stratified Random Sampling method. At the same time, data were collected using a questionnaire and then analyzed using the Structural Equation Modeling on Amos. The results of data analysis showed that work motivation and organizational culture had a positive and significant effect on performance, but did not significantly influence employee job satisfaction. While leadership has a substantial impact on employee job satisfaction, it does not affect performance. The results of testing the coefficient of determination show that job satisfaction is influenced for 57.4% by motivation, leadership, and culture variables, while employee performance variables are influenced for 73.5% by motivation, leadership, culture, and job satisfaction variables. Other factors outside this study influence the rest. Motivation, leadership, and organizational culture of employees need to be improved to increase job satisfaction. Invariably, if employee job satisfaction increases, employee performance will also increase.

• Journal of the Korean Operations Research and Management Science Society
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• v.27 no.4
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• pp.127-137
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• 2002

This study aims at developing and empirically testing a comprehensive model of organizational justice derived from the prior empirical studies on organizational justice. The study seeks to understand the antecedents to and the consequences are addressed. The first question is what characteristics of the HRM systems determine the levels of perceived distributive and procedural justice. Hypotheses are derived from the two prominent theoretical models, i.e., the self-interests model (SIM) and the group value model (GVM). Those factors include neutrality, consistency, accuracy. ethicality. credibility. and reciprocity in the processes of making HRM decisions. All nine factors suggested by the two models aye adopted for this study as major determinants of both distributive and procedural justice. The second question of this study is related to the moderating effects of individual differences on the relationship between the SIM and GVM variables and perceived distributive and procedural justice in organizational contexts. The final research question deals with the consequences of perceived organizational justice. specifically job - related altitudes and organizational commitment. Job-related attitudes in this study refer to job satisfaction, job motivation, and job involvement, i.e., the willingness to make contributions. identification with organization, and intent to stay. In examining the consequences of perceived organizational justice, the study focuses on the interaction effects of procedural and distributive justice on the above nine outcome variables. The results show that both SIM and GVM variables significantly influence distributive and procedural justice. However, hierarchical regression analyses reveal that the GVM variables except more influence has been focused on the consequences of perceived distributive justice with regard to outcomes provided by the organization.